A Performance Feedback/Performance Management Flowchart
The Manager by Designsm blog seeks to create better managers by design. Here’s a great tool that outlines a simple flowchart of when a manager should provide performance feedback, and when the performance management process should occur. It can be used in many contexts, and provides a simple outline of what a manger’s role is in providing feedback, and how this fits with the performance management process (click for a larger image).
You’ll see that Performance Feedback starts at the task level, not the person level. You want to know what the task is, and make sure the individual gets feedback on how well he or she is performing the task. It also requires the manager to know what acceptable performance looks like. If not, then the manager is in a complex feedback situation, and both the manager and the employee agree to strategize on how to do the task differently, since it isn’t defined yet.
You’ll also notice that there is a lot of activity prior to the performance management process, which is actually a more formal version of this same flowchart. Managers need to perform this informal version first.
Let me know what you think. Do you your managers follow this flow chart? Do they skip steps? Do they add steps?
Related articles:
The Performance Management Process: Were You Aware of It?
Overview of the performance management process for managers
How to have a feedback conversation with an employee when the situation is complex
A tool to analyze the greater forces driving your employee’s performance
When an employee does something wrong, it’s not always about the person. It’s about the system, too.
The Art of Providing Feedback: Make it Specific and Immediate
What inputs should a manager provide performance feedback on?
When to provide performance feedback using direct observation: Practice sessions
When to provide performance feedback using direct observation: On the job
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Walter Oelwein, CMC, CPT, helps managers become better at managing. To do this, he founded Business Performance Consulting, LLC .
